Hasil Pencarian  ::  Simpan CSV :: Kembali

"This paper examines the implications and issues for female employment under the rationale of “diverse regular employees,” whereby restrictions are placed on an employee’s work type, place of work, etc. In Japan, the introduction of a course-based employment management system has been advocated by employers’ associations since around the 1980s. Particularly in larger companies, the majority of male employees have been hired on the “managerial career track,” with no restriction on working hours, work type and place of work, and the majority of females on the “clerical career track,” with restrictions on work type and place of work, on the assumption of short-term employment. The conventional course-based employment management system and “diverse reg- ular employees” resemble each other, in that they both create categories of employment management in which there are restrictions on the work type and place of work, etc. But if we consider the ideal employment management sys- tem, there is a difference as to whether the respective employment is “short-term” or “medium- to long-term.” Depending on how systems are de- signed with a view to forming medium- to long-term careers, the policy of “diverse regular employees” could in fact both reinforce and eliminate Japan’s gender pay gap and gender imbalance in types of employment, which are on the large side among industrialized nations"

"his paper examines the implications and issues for female employment under the rationale of “diverse regular employees,” whereby restrictions are placed on an employee’s work type, place of work, etc. In Japan, the introduction of a course-based employment management system has been advocated by employers’ associations since around the 1980s. Particularly in larger companies, the majority of male employees have been hired on the “managerial career track,” with no restriction on working hours, work type and place of work, and the majority of females on the “clerical career track,” with restrictions on work type and place of work, on the assumption of short-term employment. The conventional course-based employment management system and “diverse reg- ular employees” resemble each other, in that they both create categories of employment management in which there are restrictions on the work type and place of work, etc. But if we consider the ideal employment management sys- tem, there is a difference as to whether the respective employment is “short-term” or “medium- to long-term.” Depending on how systems are de- signed with a view to forming medium- to long-term careers, the policy of “diverse regular employees” could in fact both reinforce and eliminate Japan’s gender pay gap and gender imbalance in types of employment, which are on the large side among industrialized nations"

"Skripsi ini membahas tentang pengaturan daluwarsa pembayaran pesangon bagi pekerja dengan perubahan status sebagai akibat dari pemutusan hubungan kerja. Dengan menggunakan metode penelitian deskriptif analitis terhadap putusan yang dikeluarkan oleh mahkamah konstitusi, yang telah berkekuatan hukum tetap serta telah menghapus isi pasal 96 Undang-Undang Ketenagakerjaan, diperoleh simpulan bahwa, daluwarsa penuntutan pembayaran upah dan segala yang timbul dari hubungan kerja memberikan manfaat bagi para pekerja, khusunya bagi pekerja yang terkena dampak PHK akibat adanya perubahan status. Upah merupakan hak setiap pekerja yang tidak mempunyai jangka waktu dalam hal penuntutan haknya. Upah adalah hak dan sampai kapanpun tidak pernah hapus dengan adanya daluwarsa. Pengaturan mengenai pemutusan hubungan kerja, penghitungan uang pesangon, serta perubahan status pekerja dari PKWT menjadi PKWTT sudah diatur secara rinci di dalam Undang-Undang Ketenagakerjaan dan peraturan lain yang berkaitan dengan ketenagakerjaan. Namun, daluwarsa tetap diperlukan dalam pengaturan hak pesangon pekerja, hal ini untuk memberikan jaminan kepastian hukum, baik bagi yang menuntut haknya, maupun pihak yang akan dituntut memenuhi kewajibannya.

---

This thesis discusses about the regulation of the expiry severance payment for workers with changed status as a result of termination of employment. Using the descriptive analytical on the verdict issued by Constitutional Court that has legally binding that has erased article 96 of The Employment Act, resulted in a conclusion that the expiry of salary payment prosecution and all the things that arise from working relation give benefit to workers, especially for the ones who get the impact from termination of employment caused by the status changes. Salary is the right for every worker and will never be erased with expiry. The regulation about termination of employment, severance calculation, and changed worker’s status from PKWT to PKWTT has been adjusted in details on the Employment Act and other regulation that related with employment. However, the expiry will still be needed in the regulation of worker’s severance payment right. The regulation is purposed to guarantee the legal certainty, either for the one who demands his right or the one who will be accused to fulfill his responsibility."

"In the field of labor administration in Japan there is growing interest in the introduction of “restricted regular employment.” This paper investigates two types of restricted regular employment: regular employment with restrictions on type of work (“work-type-restricted regular employment”) and regular employment with restrictions on work location (“work-location-restricted regular employment”). It provides analysis of quantitative and qualitative data that sheds light on the extent to which such employees are currently utilized, what kinds of places of business utilize them, and the attributes, aspects of employment, and personnel management challenges of each type.Work-type-restricted regular employees face difficulties developing their career to managerial level, due to the fact that they are assigned different work duties and receive different training to regular employees without restrictions on their work type. They also consequently tend to remain in a job for shorter periods than regular employees without restrictions on their work type. Work-location-restricted regular employees tend to have lower wage levels than regular employees without restrictions on their work location. As work-location-restricted regular employees may engage in the same work duties as regular employees without restrictions on their work location, they are prone to be dissatisfied with their wages. In order to allow for more widespread use of work-type-restricted regular employment, it is necessary to establish external labor markets—namely, to develop environments in which such employees can change jobs without disadvantage—and in order to allow for more widespread use of work-location-restricted regular employment it is necessary to establish systems within companies by which employees from various employment categories are able to voice their opinions on wage levels."

"Dalam hal Pemutusan Hubungan Kerja (PHK) terdapat hak-hak dari pekerja/buruh yang harus dipenuhi oleh pengusaha manakala hubungan kerja di antara kedua belah pihak berakhir. Hak atas pesangon merupakan salah satu komponen hak yang wajib diberikan oleh pengusaha kepada pekerja/buruh. Akan tetapi tidak semua pekerja/buruh berhak atas pemberian pesangon. Hanya pekerja dengan status hubungan kerja yang terikat pada Perjanjian Kerja Waktu Tidak Tertentu yang dapat memperoleh hak pesangon atas terjadinya PHK, sedangkan pekerja dengan status hubungan kerja yang terikat pada Perjanjian Kerja Waktu Tertentu tidak berhak memperoleh pesangon. Dalam perkara PHK antara pengusaha dengan Tenaga Kerja Asing (TKA) perlu dikaji lebih lanjut hak yang dapat diterima oleh TKA sehubungan dengan statusnya sebagai pekerja yang terikat pada Perjanjian Kerja Waktu Tertentu. Dalam penelitian ini dibahas 2 permasalahan yaitu: bagaimana pemberian hak pesangon bagi TKA atas terjadinya PHK dan dalam kasus Pemutusan Hubungan Kerja antara PT Linfox Logistic Indonesia dengan Rodney John Guy yang merupakan tenaga kerja asing, apakah hakim memutuskan memberikan hak pesangon bagi yang bersangkutan. Penelitian ini adalah penelitian penelitian hukum doktrinal (normatif) dengan menggunakan analisis deskriptif analitis. Penelitian ini menyarankan agar dibuat Keputusan Menteri yang secara khusus mengatur mengenai pengaturan Perjanjian Kerja Waktu Tertentu bagi TKA.

---

In the case of Termination Of Employment (PHK) there are rights of workers/labor to be met by operators when the working relationship between the two sides ended. The right to severance pay is one component of the rights that must be given by the employeeof workers/laborers. But not all workers/laborers are entitled to severance pay provision. Only workers with working relationship status is tied to a Work Agreement Not Particular Time may obtain severance rights on the occurence of layoffs of Termination of Employement (PHK), while workers with working relationship status is tied to a particular time work agreement is not entitled to severance. In the layoff between undertakings with foreign labor(TKA) should be more acceptable to the right foreign workers (TKA) with respect to its status as an employee who is bound to a Work Agreement Particular Time. In this study addressed 2 issues, namely how the entitlement to severance pay upon the termination of foreigh workers and in the case of termintation of employment between PT Linfox Logistic Indonesia and Rodnay John Guy which is foreign labor, the judge decides whether to grant severance for the person in charge. This research is the study of law doctrial (normative) using analytical descriptive analysis. This study suggested to made a Minister Decision that specifically relates the Employement Agreement Setting Specific Time for TKA.

---

;In the case of Termination Of Employment (PHK) there are rights of workers/labor to be met by operators when the working relationship between the two sides ended. The right to severance pay is one component of the rights that must be given by the employeeof workers/laborers. But not all workers/laborers are entitled to severance pay provision. Only workers with working relationship status is tied to a Work Agreement Not Particular Time may obtain severance rights on the occurence of layoffs of Termination of Employement (PHK), while workers with working relationship status is tied to a particular time work agreement is not entitled to severance. In the layoff between undertakings with foreign labor(TKA) should be more acceptable to the right foreign workers (TKA) with respect to its status as an employee who is bound to a Work Agreement Particular Time. In this study addressed 2 issues, namely how the entitlement to severance pay upon the termination of foreigh workers and in the case of termintation of employment between PT Linfox Logistic Indonesia and Rodnay John Guy which is foreign labor, the judge decides whether to grant severance for the person in charge. This research is the study of law doctrial (normative) using analytical descriptive analysis. This study suggested to made a Minister Decision that specifically relates the Employement Agreement Setting Specific Time for TKA."

"ABSTRAKMenggunakan Survei Sosial Ekonomi Nasional Indonesia (SUSENAS) tahun 2014,studi ini mencoba untuk melihat kemiskinan perkotaan dari sisi pekerjaan, apakahstatus pekerjaan dan sektor pekerjaan tertentu berarti bagi rumah tangga untukberada dalam kemiskinan. Ordered logit digunakan untuk memeriksa bagaimanahubungan antara pekerjaan dengan status kemiskinan rumah tangga untuk menjadimiskin dan rentan miskin. Studi ini menemukan bahwa bekerja sebagai pekerjabebas dan pekerja berusaha sendiri dapat meningkatkan probabilitas untuk menjadimiskin dan rentan miskin. Lebih lanjut, berfokus pada sektor, studi ini menemukanbahwa sektor pertanian, konstruksi, dan manufaktur merupakan sektor yangberhubungan dengan kemiskinan rumah tangga di perkotaan. Studi inimenyarankan bahwa para pengambil kebijakan perlu mempertimbangkan status dansektor pekerjaan rentan tersebut ketika memformulasikan kebijakan pemberantasankemiskinan di Indonesia.

---

ABSTRACTUsing Indonesia?s National Socio-Economic Survey (SUSENAS) year 2014, thisstudy attempts to observe urban poverty from employment perspective, whethercertain employment status and employment sectors matter for household to be inpoverty. Ordered logit is used to examine how the relationship betweenemployment and the household to be poor and near poor. This study found thatworking as casual worker and self-employed worker could increase the likelihoodof being poor and vulnerable to poverty. Moreover, focusing on the sector, thisstudy found that agriculture, construction, and manufacturing sectors are associatedfor urban household in Indonesia to end up in poverty. This study suggests thatpolicy makers should consider those vulnerable employment status and sectorswhen formulating poverty reduction strategy in Indonesia."

"Tesis ini membahas mengenai penempatan Calon TKI nurse dan careworker di Jepang yang merupakan salah satu kebijakan pemerintah Indonesia dan Jepang dalam program Government to Government/antarpemerintah dalam kerangka IJEPA. Penelitian ini adalah penelitian deskriptif dengan metode studi pustaka, kualitatif dan wawancara kepada narasumber yang bertujuan untuk mengetahui masalah-masalah dan dampak yang terjadi dalam kebijakan program penempatan ini. Hasil penelitian menyarankan bahwa pemerintah Indonesia dan Jepang perlu menjalankan komitmen masing-masing agar pelaksanaan penempatan calon TKI di Jepang dapat berjalan sesuai dengan harapan kedua negara dan calon TKI itu sendiri. Kualitas calon TKI harus ditingkatkan khususnya keterampilan berbahasa Jepang guna menjadi registered nurse dan certified careworker di Jepang. Pemerintahan kedua negara juga harus memberikan penjelasan yang sebenarbenarnya terkait pra, masa dan purna penempatan yang antara lain meliputi penjelasan upah kerja, tugas calon TKI dan jenjang karir.

---

The focus of this study is the placement of Indonesian nurse and careworker candidate in Japan which is one of Indonesia and Japan?s policy in the program of Government to Government on the frame of Indonesia Japan Economic Partnership Agreement (IJEPA). This research is descriptive research using literature and interview to the informant that aims to identify the issues and impacts that occur in this placement program policies. The researcher suggests that the government of Indonesia and Japan need to perform their commitment for the implementation of the placement so it can work in accordance with the expectation of both countries and the Indonesian candidate themselves. The quality of the candidate should be improved, especially for Japanese language so they can be able to be a registered nurse and certified careworker in Japan. Governments of both countries should also provide explanations related pre, period and after placement which includes explanations wages, their duties and career."

"As the Japanese government seeks to encourage greater implementation of restricted regular employment systems, it is important to ascertain the current developments regarding such forms of employment. Focusing particularly on the differences that arise depending on company size, this paper investigates the attributes of restricted regular employees and factors determining wages and satisfaction levels. The analysis results show that restricted regular employment is helping companies to provide more flexible ways of working, as reflected by the fact that women who are caring for and raising children tend to work as regular employees with restrictions on their working hours. The results also suggest that as many large companies have multiple places of business and need employees to be prepared for the possibility of personnel transfers particularly those that involve moving to a new place of work—their approach to forms of employment that restrict such transfers may involve lowering wages. The findings also indicate that in small and medium-sized companies, which may need to operate with a comparatively limited number of staff and may therefore assign a wide scope of work duties to each employee, placing restrictions on scope of work duties allows employees to concentrate on certain types of work and in turn increases their levels of job satisfaction."

"The theory of compensating wage differentials predicts that there will be apositive relationship between wages and poor working conditions and thatworkers are fully compensated for poor working conditions through their wage.In this article, we first present a theoretical model of compensating wage differentialsunder the assumption of a perfectly competitive labor market to confirmthese predictions. We then show that empirical studies have found evidencethat contradicts these theoretical predictions. Specifically, we introducestudies that show the following: (i) workers are not matched with their desiredworking conditions, and those workers who report dissatisfaction with theirhours change employers to work in jobs that are more consistent with theirpreferred hours; and (ii) workers are overcompensated for poor working conditions.We provide two theoretical models that are more consistent with theobserved empirical patterns. The first is an equilibrium labor search model inwhich a job is a package of wages and working hours, while the second is a“rat-race” model in which professional employees are required to work inefficientlylong hours. Finally, we offer suggestions for offering more flexible jobs(e.g., restricted regular employees) in the Japanese labor market. "

"his article seeks first of all to gain an accurate picture of the types of expectations that individual Japanese regular employees have toward their jobs and careers, which we will approach through the concept of “career orientation.” Secondly, it seeks to analyze the extent to which opportunities for job ad- vancement and internal promotion and regular employees’ working styles are diversified in relation to their career orientations. Thirdly, it aims to assess levels of job satisfaction among groups with different career orientations. And finally, it seeks to draw some implications from the findings related to the featured theme of “diversification of regular employees.”Our findings are as follows: for one thing, the career-orientations of em- ployees are indeed diversified. Their opportunities for job advancement and internal promotion are also diversified corresponding to their career orienta- tions. Also, there are correlations between the length of working hours and ca- reer orientation, but only among female employees. In addition, it was found that job satisfaction is lowest among male employees who place a priority on a working style that emphasizes balance between work and private or family life. Based on these findings, we have examined the significance of introducing systems that formally establish multiple employment categories among regular employees to accommodate their different career patterns and working styles according to their diversified career orientations."